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Recruiting Workers with Disabilities

Best practices for disability-inclusive outreach, recruitment, and retention

Recruiting Workers With Disabilities

Although many companies want to hire people with disabilities, some may not be sure where to find qualified candidates. Jennifer Sheehy, deputy assistant secretary for the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP), says the key to proactive outreach and recruitment is developing relationships with a variety of sources.

Examples from the ODEP of best practices for disability-inclusive outreach and recruitment include:

As most companies likely already have people with disabilities on staff, whether they realize it or not, they should review their policies and processes. Examples of best practices related to disability-inclusive talent acquisition and retention include:

  • Adopting a promotion policy that includes disability among positive selection factors
  • Ensuring representation of existing employees with disabilities in the onboarding process, for example, as part of orientation presentations and welcome committees
  • Including language about how to request reasonable accommodations in notices about professional development opportunities
  • Maintaining employee assistance programs (EAPs) and disability management and prevention
    (stay-at-work/ return-to-work) programs.

Watch the video below for more tips on hiring workers with disabilities. 

RELATED STORY: Strengthening Your Business Through Diversity

Posted On July 28, 2021

Kathleen Misovic

Managing Editor for CMM

Kathleen Misovic is managing editor for CMM. She has a degree in journalism and an extensive background in writing for print and digital media for various publications and associations. Contact her at [email protected].  

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